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successor employer

By SpringLaw | 3 Minutes Read May 11, 2016

Employees, corporate transactions and the entrepreneur

An entrepreneur’s workforce grows either through fresh hires or through the acquisition of companies that bring along new employees.  Whether your organization is a large multi-national in a complex mergers and acquisitions (M;&A) transaction or a start-up looking to acquire a 2-person corporation with a new development line or skill set, the employment law implications are complex, yet largely the same.

Article by SpringLaw / Employee Relations, Employment Standards, Payroll, Union Relations / asset transaction, business transaction, buying assets or shares, communications, continuous employment, Due diligence, employee morale, employment contract, employment law, entrepreneurs, Mergers and acquisitions, negotiations with a seller, sale of business, share transaction, successor employer, terms of employment, workforce, wrongful dismissal

By Stringer LLP | 3 Minutes Read April 11, 2014

Can an employer be liable to an employee for previous service to a related employer?

Rule of lawIn unionized industries and in particular the construction sector, there are well established rules governing when multiple companies can be considered a single employer under the law. Dozens of multiple employer applications per year are brought in Ontario alone.  The same cannot be said about common employer determinations in the non-unionized sector. However, a recent case heard by the Ontario Superior Court of Justice dealt with such a situation.

Article by Stringer LLP / Employee Relations, Employment Standards, Payroll, Union Relations / common employer, employment law, HR Law, king v 1416088 Ontario ltd, liability for employees’ service., non-unionized sector, notice and severance pay, notice period, past service, purchasing the assets of a business, related employer, sale of business, successor employer, terminated without cause or notice, termination, terminations, unionized industries, wrongful dismissal, wrongful dismissal damages

By Rudner Law, Employment / HR Law & Mediation | 3 Minutes Read December 6, 2012

Notice of dismissal must be clear, specific, and unequivocal

Two recent cases have confirmed a long-standing principle: in order to be effective, notice of dismissal must be clear, specific and unequivocal. Among other things, a definite terminate date must be specified. Otherwise, in most cases, the “notice” will not be effective, and the employer will be on the hook for additional notice or pay in lieu thereof.

Article by Rudner Law, Employment / HR Law & Mediation / Employment Standards, Payroll / as much notice as possible of the new date, common law notice, employee time to mitigate their losses, employment, employment law, employment relationship, extenuating circumstances, legal notice of termination, notice of dismissal, notice of dismissal must be clear, notice or pay in lieu thereof, sale of all or part of a business, specific and unequivocal, statutory notice, successor employer, termination, termination dates, terminations

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